Organizational Development

Develop and Improve the overall effectiveness of managing organizational goals and results.

Organizational Effectiveness

• Organizational Visioning: A process entailing the clarification of an organization's future goals and practices, including its organizational structure, markets, products, services and working relationships.
  
  
• Strategic Planning: The definition of the short-term and long-term steps necessary to move the organization closer to its vision. The strategic plan usually consists of a mission, values, objectives and actions.
  
  
• Organizational Design:
  • Phase I: The alignment of the functional responsibilities in an organization for maximum effectiveness and assesses the flexibility of the organizational structure, designs working relationships and identifies functional redundancies.
  • Phase II: A key component of this process is the establishment of Position Descriptions for each role, that focus on defining the accountabilities of each position along with the requisite authority necessary to accomplish the work assigned.
    
    
• Organizational Assessment:
  • Phase I: Evaluation- A subjective evaluation of the adequacy of individual employee performance with a heavy emphasis on mentoring. The process includes the evaluation of behavioral effectiveness, leadership, teamwork, planning, communications, achievement and quality improvement.
  • Phase II: Team Building- Interventions focus on building relationships and connecting those relationships to vital business processes. This process contributes to creating an environment that will help establish and encourage the achievement of an effective and cohesive team.

Operational Effectiveness

Includes but not limited to an examination of:

• Customer relationships/Marketing/Sales
• Supplier relationships/Purchasing
• Financial strength
• Capital Assets and effectiveness of their contribution.
• Inventory Management
• Effectiveness of Work Flow
• Cost of Quality

Interim Management Services

• Consultant assumes a management role on an interim basis pending appointment of a full time person.
• Consultant provides mentoring to a new and inexperienced General Manager and assists him/her taking on the full responsibility of the position.
• Consultant assumes the lead role for the duration of activities required to turn business performance back to a profitable operation.